1. Recruitment Process for the Civil Service in Azerbaijan

2. Law on Civil Service adopted on 21 July 2000 According to the Law Civil Servants are the employees of legislative, executive and judicial bodies

3. Positions in state bodies are classified as administrative and auxiliary depending on subject of its functions. There are abput 28 000 civil servants in Azerbaijan

4. Auxiliary positions (18%) There are no procedures of recruitment for the auxiliary positions. These positions are positions of civil servants carrying out the technical works in state bodies (clerk, typist, courier, archivist, lift operator, driver and other employees). Administrative positions (82%) Administrative positions are positions of heads of offices and departments of state bodies, their deputies, as well as positions of specialists recruited to the civil service. These positions are divided into 9 classifications according to the categories of state bodies (from 1-7).

5. Administrative positions in the 1 st -5 th classifications are the positions of: heads and deputy heads of office of state bodies; heads and deputy heads of departments of the central executive bodies and civil servants from the state bodies of the 1 st and 2 nd categories. According to the Law on Civil Service these positions are occupied through interviewing or promotion. In reality mostly such positions are occupied by promotion. Administrative positions in the 6 th -9 th classifications are positions of: heads of divisions and employees of the central executive bodies; heads and deputy heads of departments in the state bodies subordinated to the central executive bodies; all administrative positions in local departments of the central executive bodies.

6. The Civil Service Commission under the President of the Republic of Azerbaijan The CSC is a central executive power body responsible for: organization of the enforcement of standard legal acts adopted in the area of civil service; implementation of the policy stipulated by the legislation of Azerbaijan in the field of the civil service; recruitment on a competitive basis; control over observance of the ethics conduct rules by civil servants; professional development and attestation of civil servants; social protection, and other issues relating to the civil service.

7. Types of recruitment Recruitment for the administrative position of the 6 th -9 th classifications could be done through: internal interview general interview interview competition

8. Announcement of vacancies Recruitment process starts with announcement of vacancies. All announcements should confirm to the standard forms approved by the CSC. An announcement covers: job descriptions full information about a vacancy (salary, working address, requirements, classification, etc.) the recruitment process In an internal interview is conducted then announcement must be given by a relevant state body. So, the CSC announces the vacancies for general interview, interview and competition.

9. Internal Interview Can be carried out by: central executive bodies local executive bodies courts The main goal of holding internal interviews is giving a chance to the civil servants who work in the state body to be promoted. Every administrative civil servant in a state body can take part in this process. Advantages of such type of recruitment are: it gives equal chance to the employees it takes less time and resources as a result we have the best candidate promoted by the fair, transparent and effective methods

10. General Interview Holding of the positions corresponding to the 6 th -9 th classifications of administrative positions in state bodies (except for local executive power bodies) by persons serving as civil servants in administrative positions in same or other state bodies and having professional rank corresponded to the administrative position classification, as well as persons having minimum 5 years service experience and working in administrative positions shall be carried out through an general interview. It gives opportunity to make transfers and rotations of civil servants, and re-recruitment of the ex-employees who left civil service and wants to come back. General interviews are announced by the CSC and usually take about 2 month to be finished.

11. Interview Interview is announced by CSC for employment to the vacancies in local executive power bodies. It is the simplest recruitment type in Azerbaijan civil service system. Any Azerbaijan citizen who has higher education can take part in interviews. It takes about 40 days to finish interview process.

12. Competition Competition is used for employment to the positions in: central executive bodies and their local departments courts It is announced by the CSC and consists of 2 parts: testing interview It is the most popular recruitment process in Azerbaijan civil service. More than 80% of all vacancies are held by the competitions.

13. Testing process is held by the CSC through the “e-Test” system developed by the CSC itself. Candidates shall answer 100 test tasks at the examination. An examination test consists of the following test blocks: block consisting of 15 tests for checking world-view and general knowledge about Azerbaijan; block consisting of 40 tests for checking knowledge on legislation; block consisting of 15 tests for checking skills on use of informational technologies; block consisting of 30 tests for checking logical thinking ability.

14. Success in the testing: 75% of a test examination consisting of 100 test tasks given on the positions corresponding to the 6 th -7 th classification of positions 70% of a test examination consisting of 100 test tasks given on the positions corresponding to the 8 th -9 th classification of positions A candidate, not succeed in the examination on positions corresponding to the 6 th -7 th classification of administrative positions, but meeting all defined requirements for taking an examination on positions corresponding to the 8 th -9 th classifications of administrative positions subject to holding positions, may take part in the interview stage of a competition for holding positions corresponding to the 8 th -9 th classification of administrative positions.

15. Interviewing process is the same for the internal interview, general interview, interview and competition. Interviews are held by the interviewing panel, as usual, consisting of 3 members: a representative of the CSC a representative of the employer a neutral expert All the members of the panel are equal and free in evaluating, and all interviewers have been trained to develop interviewing skills.

16. In interview candidates are evaluated by their: knowledge professional ability world-view other professional skills A candidate, who fulfilled at least 16 points of 20 possible, is considered as succeeded in the interview. Successful candidates are sent to the employing state body to be appointed to the relevant position. If there are some candidates for position, then non-appointed candidates have been entering into reserve staff list of the CSC, and appointed to the relevant positions when relevant vacancies are available.

17. Transparency and Fairness Civil Service HR Recruitment Department of the CSC is responsible for developing and coordinating the recruitment process as well as regulate the recruitment process and deliver quality services to citizens. It has developed some procedures to make the recruitment process as transparent and as fair as it is possible. Some of them are: “e-Application” system: helps candidates to apply for a position without any personal contact with state bodies; test and interviewing programmes preliminary presented: this is equal opportunity for all candidates to prepare to the competition; “e-Test” system: makes testing process as fair as possible, and makes the results of tests available upon completion;

18. interview panel consisting of the representatives of the CSC, employer and an independent expert: makes the interviewing process highly objective; video recording of the interviewing process: gives opportunity of control the interview panel; appeal commission acting: gives a chance to exclude any unfair or unprofessional decision of the panel; right to abolish the results of an interview: chairmen of the CSC has a right to abolish the result of an interview, if there is a difference of 4 points or more between the marks of panel members.

19. Some Statistics on Recruitment for Civil Service The CSC has been holding recruitment from 2007 till now. In that period 5824 positions from 145 state bodies were announced, 19809 candidates took part in recruitment process and 2076 candidates (as of 14 June 2011) were successful.

20. Thank you for your attention!